摘要
以D民航国企安检部门为个案研究,试图揭开现有民航国企在国资管理部门"双控"监管体系下,受到民航总局人员配置以及安全标准,劳动部门工时、薪酬以及用工方式标准法规条款等多重外部约束情形下,民航国企内部人力资源管理运作黑箱及所面临困境。通过访谈与历史数据的分析,构建系统动力学模型来模拟四种政策下的长期运行结果,找到两个高杠杆解:内部需要利用技术与管理手段优化排班,提高作业效率;外部需要国资管理部门改变薪酬总额管控方式,提升D企业薪酬竞争力。
Based on a case research on the Security Department in D civil aviation D state-owned enterprise, we try to open the ＂black box＂ of the operation of civil aviation state-owned enterprise internal human resources manage- ment and depict the difficulties in the future under the ＂double control＂ system in the state-owned assets manage- ment departments and in the case of multiple external constraints of personnel allocation and safety standards from CAAC（Civil Aviation Administration of China） and labor hours, wages and labor standards and regulations from MHRSS （ Ministry of Hunan Resource and Social Security） ~ We build a model of system dynamics to analyze the different results in the four kinds of policies based on the interview and historical data from D company. In the end, we find two high leverages ： by means of technology and management optimization scheduling is an important inter- nal measures to improve the efficiency. From the perspective of external measures , the State-owned sector Asserts Supervision and Administration Commission in the location should change the control method to improve D enter- prise competitiveness of the compensatior.
出处
《西安财经学院学报》
CSSCI
2018年第1期54-62,共9页
Journal of Xi’an University of Finance & Economics
基金
中宣部马工程重点课题暨国家社科重点课题“马克思主义理论研究与建设工程重点课题‘四个全面’战略布局研究”(2015MZD004)
上海市社科基金“优秀传统文化与上海市民修身行动对接研究”(2017EGL008)
关键词
系统动力学
“双控”模式
国企
人力资源管理
system dynamics
the model of double eontrol
state-owned enterprises
human resource management
